Structured interviews around predetermined questions result in consistencies in the information collected about applicants.
Sufficient time must be allocated to the development of the interview questions. It is highly unlikely that a quality question will be created 15 minutes before the first applicant arrives. All members of the selection committee should be given the opportunity to contribute to the formulation of the interview questions well in advance of the first interview.
The following points may assist in developing questions:
Behavioural interview questions seek to identify how a person has acted in specific situations in the past. The logic is that past performance predicts future performance in similar situations. Studies have shown this technique to be much more accurate than traditional interview questions when selecting new staff members.
One strategy for preparing behavioural interview questions is to use the STAR Approach. Questions should aim to get the candidate to describe:
You can also use some of the sample Behavioural Interview Questions in the Recruitment and Selection resources to help you develop your interview questions.
The STAR approach
|Situation or Task questions
- Tell us about a time when...
- Describe a situation when...
- What were the circumstances surrounding...?
- Exactly what did you do?
- Describe specifically how you did that.
- Describe your specific role in the project.
- Walk us through the steps you took
- What was the result?
- How did that work out?
- What problems/success resulted from...?
- What feedback did you receive?